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Evaluating Human Resources Programs: A 6-Phase Approach for Optimizing Performance


By Jack Edwards, John C. Scott, Nambury S. Raju

2007, 264 pages, Hardcover

ISBN: 978-0-7879-9487-7

SHRMStore Item #61.15004

Order from SHRMStore online or call (800) 444-5006

OVER THE PAST DECADE, HUMAN RESOURCE FUNCTIONS, LARGE AND SMALL, have played an expanding role in supporting the strategic direction of their organizations. Where at one time HR was seen primarily as an enforcer of policies, it is now considered among top-performing organizations to be a key partner in driving and supporting critical business objectives. HR's ability to contribute to the organization's bottom line involves more than aligning its talent management accountabilities with the mission and vision of the organization. It means continually evaluating and strengthening these accountabilities to ensure value, meaningful impact, and competitive advantage.

Evaluating Human Resources Programs is a groundbreaking book that offers readers a systematic method for enhancing the value and impact of HR and supporting its emerging role as a strategic organizational leader. It provides a practical framework for adjusting and realigning strategies across all types of HR programs. The authors outline a proven six-phase process that will maximize the likelihood of a successful HR program evaluation, including real-world techniques, strategies, and examples to illustrate their recommended steps and actions. This guide offers consultants and professionals an invaluable resource for understanding and implementing a successful evaluation that will have a meaningful impact on their organizations' HR programs and strategic outcomes.

Co-published by SHRM Foundation and Pfeiffer

Read an Excerpt.


 Praise for the Book


"This book provides a new and fresh perspective on HR program evaluation by outlining a comprehensive, step-by-step approach to the entire process. HR professionals, OD practitioners, and anyone else who might find themselves held accountable for an HR program or process will find this an invaluable hip-pocket reference."--Dr. Allan H. Church, Vice President, Organization & Management Development, Pepsico, Inc.  

"The authors make a compelling case for the why and how of HR program evaluation and have done so with a rigorous and comprehensive guide filled with practical and useful examples. I will keep it nearby as I advise companies on their workforce issues."--Gilbert F. Casellas, Former Chair, Equal Employment Opportunity Commission

"When I teach a course to HR professionals or graduate students on evaluating human resource programs, this book will be required reading. It is a highly informative how-to guide chock full of insights by seasoned practitioners written in a clear and accessible manner."--Steven Rogelberg, Professor and Director, Organizational Science, University of North Carolina-Charlotte and Editor-In-Chief, Encyclopedia of Industrial and Organizational Psychology

"The tone is superb. The authors really make the points well and they are so practical and useful that I wanted to cheer. It's very down-to-earth, practical, and extraordinarily useful-the kind of material that every faculty member teaching Human Resources should be using."--Maureen J. Fleming, Emerita Professor of Human Resource Management, The University of Montana

"HR professionals who want to assure their programs are aligned with the strategy of their organizations through disciplined program evaluation should read this practical guide. The authors have done an excellent job of recognizing the challenges of evaluating HR programs within organizations and present pragmatic tips for overcoming the pitfalls."--Ben E. Dowell, Retired Vice President, Talent Management, Bristol-Myers Squibb Company 


 Table of Contents

Overview: Human Resources (HR) Program Evaluation
Phase 1: Identify Stakeholders, Evaluators, and Evaluation Questions
Phase 2: Plan the Evaluation
Phase 3: Collect Data
Phase 4: Analyze and Interpret Data
Phase 5: Communicate Findings and Insights
Phase 6: Utilize the Results
Author Index
Subject Index

 About the Authors

Jack Edwards is an assistant director in the Defense Capabilities and Management area of the U.S. Government Accountability Office (GAO) in Washington, D.C., directing teams that evaluate human resources programs provided to U.S. military personnel. Jack has also been an assistant director in GAO's Office of Applied Research and Methods, providing methodological assistance to teams evaluating national security and international affairs programs. His other prior positions include chief of the Personnel Survey Branch at the Defense Manpower Data Center, science advisor to the Chief of Naval Personnel, personnel research psychologist at the Navy Personnel Research and Development Center, and tenured associate professor at the Illinois Institute of Technology. He has over 150 publications and presentations examining practical and theoretical human resources concerns such as program evaluation, survey methods, attitude measurement, personnel selection, performance appraisal, diversity, and utility analysis. Jack has published three other books: The Human Resources Program-Evaluation Handbook (2003), How to Conduct Organizational Surveys: A Step-by-Step Guide (1997), and Improving Organizational Surveys: New Directions, Methods, and Applications (1993). He earned his Ph.D. from Ohio University in 1981 and is a Fellow in both the Society for Industrial and Organizational Psychology and the American Psychological Association.

John C. Scott is vice president and co-founder of Applied Psychological Techniques (APT), a human resources consulting firm in Darien, Connecticut, that specializes in the design and validation of selection and assessment technologies, staffing for organizational change, performance management, and employment litigation support. He was one of the chief architects of APT's multi-source assessment and feedback system, 360 MetricsSM, which won Human Resource Executive's 2001 Top 10 Products of the Year Award. Prior to co-founding APT, he was a managing principal for the New York office of HRStrategies, where he directed consulting services in the areas of selection development and validation, skills assessment, survey design, performance management, and executive assessment. He has served on the program and review committees for Division 14 of the American Psychological Association, is a member of the editorial board for Society for Industrial and Organizational Psychology's Professional Practice book series, and is a frequent presenter in the area of selection and assessment. He is co-editor of the book, The Human Resources Program-Evaluation Handbook (2003). He earned his Ph.D. from the Illinois Institute of Technology in 1985.

Nambury S. Raju was a Distinguished Professor in the Institute of Psychology and a senior scientific advisor at the Center for Research and Service at the Illinois Institute of Technology, Chicago, Illinois, until his unexpected death in 2005. Prior to joining academia in 1978, he worked at Science Research Associates from 1961 to 1978, specializing in test development and validation. He had strong interests in personnel selection and psychometrics, especially in the areas of reliability, selection and validation, item bias, validity generalization/meta-analysis, and utility of organizational interventions. He served on the Department of Defense Advisory Committee on Military Personnel Testing from 1989 to 1992. He recently served on a National Academy of Science Committee to evaluate the National Assessment of Educational Progress (NAEP). He had over 150 publications and presentations-including the book, The Human Resources Program-Evaluation Handbook (2003)-and was a Fellow of the Society for Industrial and Organizational Psychology and the American Psychological Association. He earned his Ph.D. from the Illinois Institute of Technology in 1974. In 2006, he was posthumously awarded the Distinguished Career Award from the Academy of Management's Research Method Division for his contributions to the advancement of research methodology.